1. 1
Hiring Process of UAS International & Sales Of the
Company
Report submitted in partial fulfillment of the requirement
For the award of the degree of BBA Batch (2015-18)
Submitted By:
NUBH MALHOTRA
BBA Semester V
Under the Guidance of:
Dr. G.S POPPLY
Assistant Professor, DSPSR
Delhi School of Professional Studies and Research
(Affiliated to Guru Gobind Singh Indraprastha University, New Delhi)
Enroll. No. 40212501715 November,2017
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ACKNOWLEDGEMENT
I take this opportunity to express my profound gratitude and deep regards to my guide
Dr. G.S POPPLY for his exemplary guidance, monitoring and constant encouragement
throughout the course of this project. The blessing, help and guidance given by him time
to time shall carry me a long way in the journey of life on which I am about to embark.
I also take this opportunity to express a deep sense of gratitude to Company
Supervisor Mr. Ishan Taneja , Director, UAS International, for his/her cordial support,
valuable information and guidance, which helped me in completing this task through
various stages.
I am obliged to staff members of UAS International, for the valuable
information provided by them in their respective fields. I am grateful for their
cooperation during the period of my internship.
Last but not least, my sincere thanks to my parents and friends for their wholehearted
support and encouragement.
I also hereby declare that the project work entitled “project title” under the guidance of
“supervisor’s name” is my original work and it has not been submitted earlier in any
other university or institution.
NUBH MALHOTRA
BBA-5B
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TABLE OF CONTENTS
CHAPTER 1:INTRODUCTION 1-19
1.1 General Introduction
1.2 Objective of the study
1.3 Literature review
1.4 Research Methodology
1.5 Limitations of the study
CHAPTER 2:PROFILE OF THE ORGANIZATION 20-3
2.1 Origin of the Organization.
2.2 Growth and development of the Organization.
2.3 Present status of the Organization.
2.4 Functional Departments of the Organization.
2.5 Market profile of the Organization.
CHAPTER 3:ANALYSIS AND INTERPRETATION OF DATA 31-
3.1 ANALYSIS AND INTERPRETATION OF DATA
CHAPTER 4:CONCLUSIONS AND RECOMMENDATIONS 44-4
4.1 RECOMMENDATIONS
4.2 CONCLUSIONS
BIBLOGRAPHY
ANNEXURES
QUESTIONNAIRE
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Certificate
This is to certify that the Summer Training project titled “Hiring Process of UAS
International & Sales Of the Company” is an academic work done by Mr. NUBH
MALHOTRA submitted in the partial fulfillment of the requirements for the award of
degree of Bachelor of Business Administration at Delhi School of Professional Studies
and Research, New Delhi under my guidance and direction.
Mr. NUBH MALHOTRA has given an undertaking that the information presented in
the project has not been submitted earlier.
(Signature of Faculty)
Dr. G.S POPPLY
(Designation), DSPSR
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INTRODUCTION
ABOUT THE COMPANY:
UAS International is a wealth management and Training & Development Company.
Keeping in mind the most critical needs in today context, it has emerged as a service
partner providing the clients a one stop solution offering a gamut of services –
Training & development, International & National Internship, International & National
Placement & Student exchange program abroad. The company is based on the principles
of delivering high returns to their clients through their network of government sector
banks like Punjab National Bank, Bank Of Baroda, Andhra Bank, Bank Of Karnataka,
etc.
The company has trained 52000 and above interns till date and has tie ups with 26
universities in India and 80 universities abroad.
The client base is spread across, BFSI Sector and Telecom but has a large client base in
BFSI. Banking, Financial services and Insurance (BFSI) is an industry term for
companies that provide a range of such financial products/services such as universal
banks. BFSI usually comprises commercial banks, insurance companies, non – banking
financial companies, cooperatives, pension funds, mutual funds and other smaller
financial entities. The key challenge in the BFSI sector is Insurance. The
insurance industry of India consists of 53 insurance companies of which 24 are in
life insurance business and 29 are non – life insurers. Among the life insurers, Life
Insurance Corporation (LIC) is the sole public sector company. Apart from that,
among the non – life insurers there are six public sector insurers. In addition to these,
there is sole national re – insurer, namely, General Insurance Corporation of India.
The company features the product of India First Life Insurance Company ( a joint
venture of Bank Of Baroda, Andhra Bank and Legal & General) i.e. Mahajeevan Plan
( Endowment Plan). The company helps the clients to make efficient investment
decisions which he has invested in different sectors to earn high returns and also
save taxes.
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Marketing :
Marketing can be defined as "the activity, set of institutions, and processes for creating,
communicating, delivering, and exchanging offerings that have value for customers, clients,
partners, and society at large."
Sales is a part under marketing which focuses on the intense communication between the
company's product and the target audience.
Recruitment & Selection :
Recruitment and selection are two of the most important functions of personnel
management.
Recruitment is a process to discover the sources of manpower to meet the requirement of
the staffing schedule and to employ effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of efficient personnel.
Every organisation needs to look after recruitment and selection in the initial period and
thereafter as and when additional manpower is required due to expansion and
development of business activities. Right person for the right job is the basic principle
in recruitment and selection.
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OBJECTIVES OF THE STUDY
To determine the present and future requirements of the organization on
conjunction with its personnel-planning and job analysis activities.
To evaluate the effectiveness of various recruiting and selection process
techniques.
To understand the importance of networking in HR.
To learn how to screen the resume'.
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REVIEW OF LITERATURE
The classic line of thought:
The classic line part of premises such as that strategic marketing is
associated to processes (Druker, 1973, Bradley 1991) relative to the
planning and the execution of the plans looking for, as a primary target,
satisfying the needs of the individuals and the organizations clients (Bennet
1995). Strategic marketing has direct
relationship with the management of Strategic Business Units or SBU' s,
(Baker, 1984), that is to say, that is managed at a level of business, ( non-
corporate) and it communicates directly with the functional strategy of
marketing, being defined by a set of basic principles which explain the main
decisions and directives of performance of the company, it manages the cost
level and budgets for marketing actions and its in charge to allocate
resources on the basis of needs, as well as to integrate the strategy of
marketing within the set of the marketing plan (Camera, 1995). Strategic
Marketing also should define subjects related to the coordination of the
marketing resources, as well as to the allocation of such referring to the
importance of the competitive advantage (Walter, Boyd and Larreché,
1992). The term includes a set of principles which would have to be
appropriate and to be oriented to the long term (Harper & Baugh, 1990), in
this “appropriate” case is understood to make decisions guessed “right and
coherent” for the attainment of given marketing objectives. This classic
approach also makes reference to the “opportunities” (Lambin, 1977), these
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opportunities are those potential possibilities at which the company arrives
at through an external analysis. Strategic Marketing should be centred in the
integral management of products and markets with the aim to reach the
objectives previously set (Jain 2000). The selection of the objective markets
as well as a plan (generally in the long term) to arrive at the corporative
objectives, allocating resources efficiently, without forgetting to consider
detecting business opportunities and satisfying the customer needs (Kotler,
1997). Once again this approach presents a clear direction towards the
planning systems. Strategic marketing separates and differentiates mainly
from operative marketing in the related management with “time”, since the
strategic one is oriented to the attainment of long term objectives, the
possible evolution of the markets and oriented to detected opportunities
(Aramario & Lambin, 1991). The term is also clearly associated to the
“objectives”, related to the processes of strategic marketing (Bradley, 1991).
This type of thought is clearly focused to converge in a base of subjects such
as:
The objectives: Most of definitions contain this term. Sometimes they use
the similar or substitute terms like “future”, “goal”, “path”, “intentions” or
“evolution”. Strategic Marketing includes a high interest to know which the
future will be, although it leaves from a base of logical uncertainty. It is
impossible to control all the elements and variables that influence in the
discipline. It seems that the authors and the discipline is more comfortable
determining or visualizing the road mentally toward which the company
must go in a long term. So, we can determine that objectives and goals are
key factors in Strategic Marketing. (Aaker & A., 2004; Cravens & W., 2000;
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Kotler et al., 1987; Lambin & Jean-Jacques, 1993; Wilson, S., Gilligan, &
Colin, 1997)
The profitability
This it is an element which crowns the previously mentioned objectives, as
well as the use of Strategic Analysis Techniques. The profitability, which is
a purpose of the company (Ansoff 1985) appears in a systematic way in the
the definitions. It is important to mention that from a Strategic Marketing
point of view, the profitability not only has to be kept in mind but rather also
other such factors as the market share, stability, the company, the coherence
of the products etc. should be kept in mind. The profitability will show if
strategic plans of marketing are aligned with the financial policies of the
company.
Analysis.
The analyzing activity seems also important in the the definitions of
Strategic Marketing. (Boyd et al., 1998; Walker & C., 2003). It is vital as a
first step be able to read, to evaluate, to gather data, to generate systems of
information of marketing intelligence, which allow the marketing manager
to decide the markets and the most attractive products for the company in the
future. Without a good analysis of the marketing plan it doesn't exist the
Strategic Marketing Plan Sturdiness(Lambin & Jean-Jacques, 2000), and
then is not easy to build on it. The robustness of the Strategic Marketing
Plans is determined by seven following aspects wich are: the opportunity,
the validity, the feasibility, the coherence, the vulnerability, the flexibility,
and the profitability. (Day 1986).
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The planning process.
Under a general rule, the word “planning”(Wilson et al., 1997) also appears
continuously in the definitions. Authors talk about planning keeping in mind
aspects like analysis and decisions and the actions which should be kept in
mind to determine future products and markets, as well as attractiveness,
market opportunities, etc. Some authors have developed investigations
related to the
barriers in the marketing planning, ( McDonald 1999)., and consequently to
the planning of Strategic Marketing.
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RESEARCH METHODOLY
In everyday life human being has to face many problems viz. social, economical,
financial problems. These problems in life call for acceptable and effective solutions and
for this purpose, research is required and methodology applied for the solutions can be
found out.
Research was carried out at WIPRO. Ltd to find out the “Recruitment and selection
process”.
DATACOLLECTION:
PrimaryData:
Primary data was collected through survey method by distributing questionnaires
toBranch manager and other sales manager. The questionnaires were carefully designed
by taking into account the parameters of my study.
SecondaryData:
Data was collected from books, magazines, web sites, going through the records of the
organization, etc. It is the data which has been collected by individual or someone else
for the purpose of other than those of our particular research study. Orin other words we
can say that secondary data is the data used previously for the analysis and the results are
undertaken for the next process.
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LITMITATION OF STUDY
Although it was very exciting to work on all the three projects since they made me to
step out of my comfort zone and gave me a real hands on experience of the corporate
world but I faced certain difficulties and was limited to my area of research . These
were:
Some clients were not aware about the Insurance Company.
Some respondents were not aware of the information asked in the questionnaire
so could not fill the questionnaire appropriately.
Some clients did not share their true investment information due to their
conservative mentality.
Some clients were in a hurry ,so they took the filling up of questionnaire very
lightly and just filled out random information .
Many Interns did not share their true thoughts due to the fear of losing marks
during this internship and creating negative image in the company.
The time span to complete the projects was limited so one to one interaction
with every intern was not possible.
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PROFILE OF THE ORGANISATION
2.1 Origin of the Organization.
Keeping in mind the most critical needs in today context, we have emerged as a service
partner providing our clients a one stop solution offering a gamut of services - Training
&development, International & National Internship, International & National Placement
& Student exchange program abroad. More over we are India's 1st Organization to
launch a customer care for the students for the mentioned services Training
&development, International & National Internship, International & National Placement
& Student exchange program abroad. Thus, our mission is to establish high standards of
professional etiquette and to effectively facilitate a comprehensive and accomplished
system of continuing professional development for every possible profession through
our exceptional training solutions.
An ability to build, develop and nurture brands and enable them to achieve leadership
position in the key markets. Deft in coordinating sales territories, quotas and goals and
establishing training programs. Adept in analyzing sales statistics gathered by staff for
determining sales potential and inventory requirement and monitoring the preference
of the customers.
High energy, results-oriented leader recognized for proactive initiative and
enthusiastically meeting deadlines. Experience in all aspects of sales cycle and
management: lead generation, customer needs assessment, presentations,
negotiations, staff management & training. Keen ability to inspire and motivate
employees via fruitful relationship building skills. Diligent and fair leadership that
secures profitability.
We understand the multiple needs of business world and recognize that there is a gap in
what enterprises expect and what people perform. We can meet the needs from a
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single source, with the facilities, resources and learning expertise to fully achieve the
desired goals. For the purpose, UAS International has come up with a unique
International Internship Program, International Live Projects, Various Training Programs
on Personality Development/Career Management/How to get a desirable Job etc & 3
days Workshops on how to choose career options to train and develop the knowledge
and resource based skills in the candidates to fill the void of the business environment.
This is not all, we also look forward to the successful placements of our Interns with the
top companies of national and international repute.
2.2 Growth and development of the Organization.
UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and
development company. Established in 2013, on the principles of developing and
delivering high quality training, the company is able to facilitate various training and
development programs/internships in India and abroad with top B-schools and has
trained almost 40000 and above interns till date. The Services of the company are
spread beyond the national boundaries of India (UK,USA,Dubai,Singapore, Malaysia)
etc. Keeping in mind the most critical needs in today's context, we have emerged as a
service partner providing our clients a one stop solution offering a gamut of services we
have emerged as a service partner providing our clients a one stop solution offering a
gamut of services.
UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and
development company. Established in 2013, on the principles of developing and
delivering high quality training, the company is able to facilitate various training and
development programs/ internships in India and abroad with top B-schools and has
trained almost 40000 and above interns till date. Liaison with 26 universities in India
with the base size of 900 & above campus. International Liaison with 80 universities in
abroad with the base size of 500 & above. Having a Team of 42 exclusive corporate
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trainers. The operations of the company are spread beyond the national boundaries of
India.
Keeping in mind the most critical needs in today context, we have emerged as a service
partner providing our clients a one stop solution offering a gamut of services –
Training &development, International & National Internship, International & National
Placement & Student exchange program abroad. More over we are India's 1st
Organization to launch a customer care for the students for the mentioned services
Training &development, International & National Internship, International & National
Placement & Student exchange program abroad. Thus, our mission is to establish high
standards of professional etiquette and to effectively facilitate a comprehensive and
accomplished system of continuing professional development for every possible
profession through our exceptional training solutions.
We understand the multiple needs of business world and recognize that there is a gap in
what enterprises expect and what people perform. We can meet the needs from a
single source, with the facilities, resources and learning expertise to fully achieve the
desired goals. For the purpose, UAS International has come up with a unique
International Internship Program, International Live Projects, Various Training Programs
on Personality Development/Career Management/How to get a desirable Job etc & 3
days Workshops on how to choose career options to train and develop the knowledge
and resource based skills in the candidates to fill the void of the business environment.
This is not all, we also look forward to the successful placements of our Interns with the
top companies of national and international repute.
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2.3 Present status of the Organization.
UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and
development company. Established in 2013, on the principles of developing and
delivering high quality training, the company is able to facilitate various training and
development programs/ internships in India and abroad with top B-schools and has
trained almost 40000 and above interns till date. Liaison with 26 universities in India
with the base size of 900 & above campus. International Liaison with 80 universities in
abroad with the base size of 500 & above. Having a Team of 42 exclusive corporate
trainers. The operations of the company are spread beyond the national boundaries of
India.
Their Associates
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ANALYSIS AND INTERPRETATION
This report highlights the work done during the internship, on the hiring process and
sales of the company. I was involved in three projects of the company .
Project 1: Sales For the Company
The company's revenues are generated by selling government products like insurance
policies, loans, etc. My role was to advise and convince a client about most featured
product that the company deals in i.e. Mahajeevan Plan of India First Life Insurance
Company. Working on this project helped me to gain market knowledge, different
schemes available, analytical skills and also asset management of individuals.
Project 2: Understand the overall hiring process (recruitment & selection ) of the
company.
UAS International is into the bulk recruitment and selection of the candidates as it is a
wealth management plus training and development company. Right person for the right
job’ is the basic principle in recruitment and selection. Every business organization/unit
needs manpower for carrying different business activities smoothly and efficiently and
for this recruitment and selection of suitable candidates are essential.
Project 3 : Intern Attitude Survey
To understand the behavior and satisfaction level of interns in the organization ,this
survey was conducted . How the company is able to live up to its promises and values
and how an intern expects key deliverables from the company were studied.
All the projects were very interesting ,required research work ,one to one interaction with
the employees & interns and detailed analysis.
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Project 1 : Sales For The Company
Objectives :
To know and understand the investment behavior of the people.
To understand the importance of customer relationship through sales.
Tasks Handled:
So, to generate the revenues, UAS International makes it mandatory for every intern to
enter the sales profile for a good exposure .So for 1 month I was exposed to a sales
profile and for the rest 2 months I worked with the HR Department.
For the initial 12 days, induction classes were conducted in which I got:
the overview of the company's profile
overview of the project that all the interns were supposed to be allocated
Learnt about different HR modules like the policies , recruitment process, dos &
don'ts in an interview, CTC break up, designing of salary slip , salary negotiation
and different types of interviews, types of business letters, HRMS demo, Payroll
system demo and data entry in online portals.
Learnt about digital marketing, search engine optimization, social media
optimization and online marketing.
Understood about the taxation like the taxation policies , flow of tax calculations,
fundamentals of various heads of income, income tax act of 1961, 80C,80D ,10
10 D &different tax slabs in India.
Introduction about the different financial sectors in India, knowledge about BFSI
sector, awareness about Insurance Sector, merits and demerits of each financial
sector and career planning in BFSI sector.
To understand the Mahajeevan Product , matching its capabilities to the market
needs , positioning and to focus on the maximization of sales for the company.
Concept of Portfolio Management & financial investment.
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How to Pitch the product to the client, role plays , lead generations, customer
satisfaction and closing of sales.
After the 12 days of induction, I was sent on field for 15 days to pitch the product and do
sales.
In the two week time period , I generated the leads ,met with the clients and tried to
close the deal by convincing a client to buy the product. I was focused to generate the
revenues for the company and maximizing the profits as well. I sold out the policies
worth 3.86 lakhs in my sales period and as a reward for completing my targets , I
travelled to Dubai for the corporate convention with the company on 1st May 2017
for four days.
About the product: "Mahajeevan Plan"
Income Tax Benefits ( Product is under tax act of 1961)
Death benefit i.e. sum assured plus 16 times life cover.
High returns ( 8% interest rate and 2% bonus)
Secured product ( government bank product)
Flexible mode of payments.
Availability of Loan Feature.
Unique "Assignment" Feature available (in case where policy holder wishes to
give the ownership to other person for genuine reasons )
Auto debit procedure also included.
24x7 good customer care handling.
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Few important questions kept in front on clients helped in
approaching them in better way and generating more sales:
1. From which sources you get to know about different Investment options.
Broker
Bank
Relative/ Friend
T.V./ Newspaper
2. What is your saving objective?
Retirement
Healthcare
Children’s Education
Growth
Home Purchase
New House
Children marriage
3. In which sector would you like to invest your money?
Private Sector
Public Sector
Foreign Sector
Government Sector
4. Do you have a formal budget for family expenditure?
Yes
No
5. Do you invest your money in fixed deposit?
Yes
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No
6. Usually do you consult your friend/ relative before making an investment?
Always
Often
Sometimes
Never
7. What % of your income do you invest?
0-15%
15-30%
30-50%
8. What is the time period would you like to invest?
Short Term (0-1year)
Medium Term (1-5years)
Long Term (>5years)
9. Where you would like to invest?
Debt
Equity
Tax Saving
10. Important factors you consider before making an investment?
Liquidity
Opportunity for steady growth
Safety of investment
11. Would you like to invest in risky venture?
Always
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Often
Sometimes
Never
12. How do you intend to use the earnings received from investment?
Reinvest 20-80%
Reinvest total earnings
13. How much interest rate do you expect from your investment?
4-5%
6-7%
More than 7%
14. Where you would like to invest?
PPF
Fixed Deposits
Savings Accounts
Gold
Mutual Funds
15. Are you satisfied with your investment options?
Yes
No
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Learning from the project :
In my sales period , I got a different exposure as I had to research on my clients'
investment behavior which I did through a questionnaire and then accordingly I pitched
the product and advised my clients on the investment. Not every time when I went to
meet the clients, a deal was closed, I had to face rejection as well. This entire project
has helped me in the following ways :
Improved my communication and convincing skills.
Built up my confidence.
Increased my temperament level.
Helped me to stay updated with latest market trends.
Importance of customer relationship management.
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Project 2 : Hiring Process Of UAS International
Objectives :
To determine the present and future requirements of the organization on
conjunction with its personnel-planning and job analysis activities.
To evaluate the effectiveness of various recruiting and selection process
techniques.
To understand the importance of networking in HR.
To learn how to screen the resume'.
Tasks Handled :
UAS International is into the bulk hiring of interns as it trains & requires interns
throughout the year for selling out the government banking products.
The Hiring process of Interns is different from that of the employees in the company.
1) HIRING PROCESS OF INTERNS :
The interns are selected on the basis of Telephonic or Personal Interview according to
the number of students applying in a campus. The Telephonic/Personal interview is
scheduled on the basis of the campus drives conducted.
A proper process is followed from contacting the CRCs of the colleges, sending out
proposals to conducting the interviews.
I was supposed to search for different BBA/MBA colleges of Uttarakhand and
accordingly bring interns from this state.
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Following work was done :
Created the data of the colleges and their CRCs.
Pitched about the company to the different CRCs in the telephonic conversation.
Sent out the internship proposals as per the company's & colleges' requirements.
Scheduled a date for the campus drive for the company and confirmed the tie up.
Conducted telephonic interview of the students for internship program.
Gave the confirmation call to the candidates who have been selected.
Updated the details of the interns in the HRMS of the company.
Assisted in the recruitment and selection process of BCIPS College , Dwarka
Sec-11, New Delhi (was a part of the campus drive and personal interview)
Took HR induction sessions for the new batch of interns.
Form to be filled by candidates for the interview process:
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12. Father’s Profession in
detail:_________________________________________________________________
13. Father’s Mobile
number:_________________________________________________________________
___
14. Mother’s
Name:__________________________________________________________________
_________
15. Mother
Profession:_______________________________________________________________
__________
16. Number of family
members:________________________________________________________________
__
17. Family Status: Joint Nuclear
18. Any one from your family belongs to mentioned field: Banking Insurance I
T Automobile
19. Have you ever worked in any of the field: Banking Insurance I T Automobile
20. If you have done any Internship or Live Project, please share the company’s
name:_____________________
21. Idol & Reason:
_______________________________________________________________________
__________________
______________________________________________________________________________
___________
______________________________________________________________________________
___________
22. Aim in life:
______________________________________________________________________________
___________
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______________________________________________________________________________
___________
23. What do you expect out of an Internship Program/Live Project:
_______________________________________________________________________
__________________
_______________________________________________________________________
__________________
24. Short Term and Long Term Objective :
_______________________________________________________________________
_________________
_______________________________________________________________________
_________________
UAS International Pvt.Ltd. (A Unit of United Accrual Services Pvt. Ltd.)
310, 3rdFloor, Pearl Best Height, Netaji Subhash Place, Wazirpur, New Delhi-34
Customer Care Number: +91 9560288666 Website: www.uasinternational.in
33. 33
2) HIRING PROCESS OF EMPLOYEES:
UAS International strongly believes in maintaining the long term relations with the
interns and so, most of the potential interns are offered PPO during their internship
and are often hired as employees later. At present , 80 percent of the workforce in the
company is comprised of x-interns.
Such workforce makes it easy for the company and is an add on as well since those
employees are already familiar with the work culture of the company. It also reduces
training cost, helps in building morale and promotes loyalty.
Sources of Man Power Supply
1) Internal
UAS International upgrades from within only for managerial positions, but only to some
extent. Because upgrading from within is considered better as the employee is already
familiar with the organization.
If no one capable for managerial position is found in its internal source, it looks out for
external sources. It selects only the best employee for the organization.
2) External
For the post of Management Trainee , Admin. Officer , Operations officer, etc , the
company looks out for external sources which include
Institutions : Like B-Schools, Colleges, Management Institutes, etc.
Websites : internshala.com , shine.com
Social Media : LinkedIn , Promotions on Facebook
Of the above two web sites given most widely used by UAS International is the
internshala.com with the success rate of 80% .
External recruitment enables the company to get the best candidate.
Campus hiring at Management Institutes typically starts in December and continues
through March. The company hires management graduates from all disciplines.
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SELECTION PROCESS
The selection process of employees takes place in various stages:
1) Initial Screening Of Interviews
Initial Screening is done on the basis of applicants and applications. A preliminary
interview is conducted so as to select the suitable candidate who can go through further
stages of interviews.
2) Completion of Application Forms
Application form establishes the candidate's general details like name, address, telephone
number, education, job- related training, work-experience with dates, company names,
and job details, professional or industrial involvement, hobbies and recreational pursuits.
The company establishes as many hypothesis about the candidate from the details
provided in the application form. It then decides what areas of information it needs to
explore or investigate more specifically during the interview.
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Company sees to it that no judgment is passed about the candidate based only at this
level. What drawn here is hypothesis and not conclusions.
Application forms are such framed that, they provide the necessary details to the
organization without affecting the sentiments and feelings of the candidate.
3) Aptitude Test
They measure the ability of a person to learn a particular type of work. These tests helps
to measure specialized technical knowledge and problem solving abilities of the
candidate.
4) Interview By The HR Team
A mixed interview is carried out for the candidates which consists of the set of structured
and unstructured questions. The structured questions provide a base of interview more
conventional and permit greater insights into the unique differences between applicants.
5) Interview By The MD
Job seekers are invited for the final round of interview after passing the initial stages of
interviews. More in-depth questions are asked to the candidate and the employer expects
a greater level of preparation on the part of the candidates.
6) Background Information
UAS International requests names, addresses, and telephone numbers of references for
the purpose of verifying information and perhaps, gaining additional background
information on an applicant.
References are not usually checked until an applicant has successfully reached the fifth
stage of a sequential selection process.
Previous employers are preferable because they are already aware of the applicant's
performance.
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7) Final Employment Decision
It is a final step and in this step company makes a very important decision.
After all these processes follow up is done i.e., the selected person is induced and placed
at the right job.
Training is provided on regular basis that is monthly or quarterly.
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Project 3 : Intern Attitude Survey
Objectives:
To understand the behavior of interns towards the company.
To identify problems and issues.
To identify the area of focus for improvement.
To know the opinions of interns.
To come up with good solutions and advises.
To provide management the best way to boost up and motivate the interns.
The intern attitude survey is a management tool that managers use to learn about the
views and opinions of their interns on issues pertaining to the company and their role
within the organisation. It is both a methodology and a process to help management
understand the different needs of the organisation from the perspective of the interns. It
is done by filling out online questionnaires or conducting interviews. They may be
undertaken regularly to measure intern morale and identify new areas that need resolution
so that they can be included in the next planning activity if good enough.
The survey really helps to disclose how an intern actually feel towards company and
reveals the causes of several problems like conflicts and disputes , high absenteeism , fast
dropout and low satisfaction.
The survey results helps management to determine the steps necessary to address those
issues , improve morale and increase productivity.
I designed the following questionnaire after researching on different dimensions to
understand the attitude of interns towards UAS International.
1) Does the company has a clear corporate "culture" and values?
38. 38
Strongly Disagree
Disagree
No opinion
Agree
Strongly Agree
2) Is company a catalyst of change and innovation?
Yes
No
3) What factor motivates you most for the internship ?
Stipend
Rewards
Recognition
Travel/Trips
4) Does the company offers real opportunities to improve your skills ?
Yes
No
5) Favoritism is not a problem at the Company.
Agree
Disagree
6) I have the opportunity to progress within the company.
Yes
No
39. 39
7) If you had an opportunity to make any change you wanted to make company a better
place to work, what one improvement would you make?
Include Travel Allowance
Define Duties, Roles & Responsibilities clearly
More projects in HR
More intern engagement activities
8) Company offers rewards based on performance.
Strongly Disagree
Disagree
No opinion
Agree
Strongly Agree
9) The performance incentives are meaningful.
Strongly Disagree
Disagree
No opinion
Agree
Strongly Agree
10) The trainers used are knowledgeable and effective.
Strongly Disagree
Disagree
No opinion
Agree
Strongly Agree
11) The relationship between me and my direct supervisor is excellent.
Strongly Disagree
40. 40
Disagree
No opinion
Agree
Strongly Agree
12) What are the challenges faced by the company ?
Trust Issues
Intern Retention
Long Term Association with campus through interns.
Word Of Mouth
13) The organization values diversity.
Yes
No
14) The company offers flexible working arrangements.
Yes
No
15) How would you rate your overall satisfaction with the company in the past month ?
Very Dissatisfied
Dissatisfied
Neutral
Satisfied
Highly Satisfied
42. 42
CONCLUSION
According to my analysis UAS Internationals Ltd, should written test as a source of
recruitment.
Company mainly focuses on interview as a sources of hiring which has its own
limitations. By focusing on interview as sources of hiring company can attract
qualified personnel for vacant jobs in the organization at very less cost. It can
facilitate the infusion of fresh blood with new ideas in to the enterprise at less cost.
This will improve the overall working of the enterprise.
For the selection of the candidate for a vacancy company should first conduct written
test and on the basis of the result of the test score interview should be scheduled for
the selected candidate.
According to the analysis company should evaluate the candidates on all the factors
(experience, qualification and family background) however greater importance should
be given to the experience and then qualification should be considered.
Company should include physical examination in the selection process. After the
result of this question THE COMPANY HAS DECIDED TO INCLUDE PHYSICAL
examination in the selection process and are now getting in touch with various
hospitals to enter into a contract with them.
Certain changes should be made in Recruitment and Selection process of UAS
Internationals, such as new sources of recruitment should be entertained, written
examinations should be included in selection process and physical examination
should be considered as a part of Selection Process.
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RECOMMENDATIONS
My study of the hiring process at UAS Internationals generated the following findings:
The recruitment process at UAS Internationals is in line with the recruitment policy
of the company. The entire process works exactly as it should according to the policy.
The recruitment process i.e. the activity of generating the pool of perspective
employees, is similar for all entry – level positions. However the selection process is
unique for every position. The recruitment process at UAS Internationals is shown in
above flowchart.
The human resources department maintains the blanket count of personal in each
department and is responsible for filling up vacant positions in all departments
throughout the organization.
The recruitment and selection activity is centralized and is conducted by the human
resources department at UAS Internationals head office.
Different sources of recruitment for every position has been tried and tested over the
years at UAS Internationals and at present every position has one unique source of
recruitment, which is always resorted to.
Walk-ins are always used as a source of recruitment for junior level. UAS has earned
a good name for itself in the entire country and hence huge pool of candidates is
created through this source. However the hiring/applicants ratio is very low. This is
44. 44
because a lot of unsuitable candidates also show up for interview. This leads to
wastage of time and effort.
UAS can improve its recruitment and selection process with the advices mention
below and can increase the sources of recruitment for selecting the right pool of
candidates.
45. 45
Employment Cycle
Possible vacancy identified
Analysis carried out to see if the job has changed or it still needed
Job description drawn up
Person specification drawn up
Advertisement designed and issued
_________________________________________________________
Short listing
Interviews
Appointment offered
Induction
Training, development & appraisal
______________________________________________________________
Resignation or retirement
Recruitment
Phase
Selection
Phase
Employment
Phase
Exit
Phase
46. 46
BIBLIOGRAPHY
BOOKS:
Understanding and managing people (BEACON BOOKS)
Human Resource Management (Galgotia Publishing Company)
Personnel/Human Resource Management (MSM Textbook)
Organization Effectiveness and Change (MSM Textbook)
Organizational Behavior (MSM Textbook)
INTERNET SOURCES:
wikipedia.com
kumc.edu.com
hr.uchicago.com
vishalmegamart.net.com
